 Global Employer Partnership Plan 站在全新的雇主立场，致力为全球化雇主提供合规、风险、成本全面视角的劳资关系和人力资源管理整体解决方案。 From the employer' s point of view, we dedicate in providing global employer whole solution of compliance, risk, cost and overall perspective concerning labor-capital relationship and human resources. 英文供稿：英国乔尔森律师事务所 Joelson JD LLP Joelson' Employment Team 中文组稿：重庆沁山律师事务所 Qinsean Law Firm Qinsean Labor & Employment Section 英译执行：重庆沁山律师事务所︱法律翻译中心 Qinsean Legal Translation Centre ︱本文仅供一般性参考，不应视为作者对特定事项的法律意见，亦不应作为任何决策和（或）行动的依据。本文英文版权归属于乔尔森律师事务所，中文版权归属于沁山律师事务所，如需转载或引用请与沁山律师事务所劳动与雇佣业务组联系。如您需要正式法律意见，或有意就题述事宜进一步交流、探讨，欢迎与我们联系：qinseanlawyer@qinsean.com SETTING UP A BUSINESS IN THE UK LABOUR LAW ISSUES 1. Employment status in the UK Individuals working for a business in the UK fall into three possible status categories under UK employment law: - Employee – work within the terms of a contract of employment and carrying out work personally. - Worker – somewhere between employee and self-employed - Self-employed – providing a service – not personally Employees are entitled to the widest range of employment protection under UK law. Workers are entitled to some of the same protections afforded to employees such as paid annual leave, national minimum wage, rest breaks, maximum working week however they are not entitled to other rights such as statutory sick pay, written particulars of employment, TUPE transfer protection or the right to bring claims for unfair dismissal or redundancy. Self-employed individuals do not benefit from any of the protections/rights afforded to employees or workers. This note is drafted on the basis that your business will be taking on employees under a contract of employment. 2. Particulars of Employment and the Employment Contract Employees must receive written particulars of their employment within two months of starting work. The written particulars are most commonly found in the form of an employment contract and must include: - Names of the employer and employee - Salary Employees must receive at least the national minimum hourly wage. There are various rates for different age ranges, but the minimum wage for an adult aged 25 or over is ￡7.50 per hour. This is the current rate for 1 April 2017 to 30 September 2017. - Hours of work Under the Working Time Regulations 1998, an employee must not work more than 48 hours per week. An employer can ask the employee to “contract out” of this requirement but the employee must be given the right to change their mind. Employees must be allowed at least a 20 minute rest break if working more than 6 hours per day. - Paid leave/holiday entitlement Under the Working Time Regulations 1998, an employee must have at least 28 days’ paid leave per year. This can include public holidays of which there are currently 8 in England and Wales. - Sickness absence and sick pay entitlement Employees must receive at minimum statutory sick pay. If an employee is off sick for four or more consecutive days, the current entitlement is a weekly payment of ￡89.35 for up to 28 weeks. - Notice period The period of notice to bring the employment contract to an end should be stated in the contract. For a senior level employee a notice period of 3-6 months might be appropriate. For more junior employees notice cannot be less than one week (for up to 2 years employment) and thereafter an additional week’s notice for each year of service up to a maximum of twelve weeks’ notice. - Disciplinary and grievance procedure Details of disciplinary rules, procedure and further steps must be included – this can be by reference to a separate document containing this information, such as a staff handbook. - Pension The UK Government has introduced strict duties requiring employers to provide and contribute to a pension scheme. - Collective agreements Any collective agreements that directly affect the terms and conditions of employment must be specified. Employment contracts will also commonly contain clauses setting out any additional benefits such as private health insurance; clauses protecting the employer’s confidential information and intellectual property rights; and setting out any post-termination restrictions which will apply (including not taking clients or staff for a specified period usually not exceeding 12 months but dependent on seniority). The content of an employment contract will vary depending on the seniority of the employee you are hiring. A junior employee will usually have a simple contract where as a more senior employee will have a more complex contract which will include clauses relating to confidential information and post-termination restrictions. A director’s service agreement is used for employees who will also be official directors of the company. Alongside contracts of employment companies will also usually have a staff handbook which will contain all applicable rules, policies and procedures. These can cover anti-harassment and bullying, disciplinary and capability, grievance, equal opportunities, health and safety, Whistleblowing, maternity, paternity and parental leave. 3. Termination of Employment The following claims may be available to an employee who has been dismissed: - Wrongful dismissal This is where an employer dismisses an employee in breach of contract, for example by not giving the requisite notice period. - Unfair dismissal This claim is usually only available to employees with over two years’ employment where they are dismissed without a valid legal ground (i.e. redundancy, conduct, capability). Compensation for unfair dismissal is based on loss of future income capped at a year’s gross salary or ￡80,541, whichever is the lower. 4. Whistleblowing If an employee or worker suffers a detriment as a result of having whistleblown they can bring an unlimited claim for compensation against the employer. There is no minimum period of employment needed. To be protected the disclosure needs to be about a breach (perceived or actual) of a legal obligation by the business. 5. Discrimination Claims There is no minimum period of employment required and job applicants and former employees can also benefit. Compensation awarded for discrimination is unlimited. Protection applies to: - Age - Disability - Gender reassignment - Marriage/Civil Partnership - Pregnancy and maternity - Race - Religion or belief - Sex - Sexual orientation Employers can be vicariously liable for discrimination by their employees during the course of their employment. If you require advice on staffing a business in the UK and in minimising the legal risks summarised above please contact the Joelson employment team on 020 7580 5721. This note is a summary only and should not be relied on in place of legal advice. Joelson 2017 01 1. 英国的雇佣情况 1.1 在英国劳动法下，个人在英就业主要有以下三种类别： 雇员 —— 根据雇佣合同的条款工作并且亲自完成工作 工人 —— 某种程度上介于雇员和个体劳动者 个体劳动者 —— 提供服务（不是随意的个人行为） 1.2 在英国法下，雇员有权获得最大限度的劳动保护。 1.3 工人有权同等获得雇员享受的部分劳动保护，比如带薪年假、国家最低工资、工作间隙休息、最长工作周。然而，他们无权享有另一部分权利，比如法定病假工资、书面雇佣细则、事业转移保护就业，或是对不当解雇或裁员提起索赔的权利。 1.4 个体劳动者则不享有以上针对雇员或工人的任何保护/权利。 本文是基于您开展业务时与雇员签订雇佣合同建立雇佣关系所撰写。 02 2. 雇佣说明与雇佣合同 2.1 雇主必须在雇员开始工作两个月之内提供雇佣说明。 2.2 最常见的是雇佣合同形式的书面雇佣说明，其必须包括： ⅰ雇主与雇员的姓名 ⅱ 薪资 雇主支付雇员的薪资不得低于国家最低时薪。其针对不同的年龄层划分了不同的时薪等级，对于一名25岁及以上的成人，最低时薪是7.50英镑/每小时。这是2017年4月1日至2017年9月30日的时价。 ⅲ 工作时长 根据《工作时间的规定》（1988），雇员一周工作不得超过48个小时。雇主可以请求雇员退出此条款制约，但是雇员有权改变主意。 若雇员在一天内工作超过6小时，则雇员有权享有至少20分钟的工作间隙休息时间。 ⅳ 带薪假期/休假权 根据《工作时间的规定》（1988），雇员有权享有每年至少28天的带薪假期，其包含公休假日，目前英格兰和威尔士（的公休假日）是8天。 ⅴ 伤病缺勤及病假工资权 雇主需支付最低病假工资。若雇员休病假连续4天及以上，则雇员有权获得每周89.35英镑的病假工资，其最多可获得28周的病假工资。 ⅵ 离职通知期限 雇佣合同应当明确雇员离职通知期限。针对高级雇员，3到6个月的离职通知期限较为适当；针对工作2年以内的初级雇员，离职通知不得少于1周，此后每年的通知期限额外增加1周，直到最高12周的通知期限。 ⅶ 工作纪律和申诉程序 雇佣合同必须包括工作纪律规定、程序和进一步的措施——其可以引用一份包含该类信息的单独文件，比如员工手册。 ⅷ 退休金 英国政府已推出严格的责任机制要求雇主提供退休金计划。 ⅸ 集体协议 任何直接影响雇佣合同条款的集体协议必须进行详细说明。 雇佣合同通常还包含设置附加利益的条款，比如私人健康保险、保护雇主的机密信息和知识产权的条款、离职后的限制条款（包括在特定期限内不得带走客户或员工，该期限通常不超过12个月，但也可视资历而定）。 雇佣合同的内容将根据雇主所聘请的雇员的资历而有所差别。初级雇员通常采用简单合同，高级的雇员则将签署更为复杂的合同，包括涉密条款和离职后的限制条款等，公司董事则签订服务协议。 与雇员签订雇佣合同的公司通常也使用员工手册，其囊括所有适用规则、政策和程序。手册中包含反对骚扰与欺凌、纪律约束、申诉、均等机会、健康与安全、检举揭发、产假、陪产假和亲子假。 03 3. 雇佣关系终止 3.1 以下赔偿金将可能适用于已被解雇的雇员： 3.1.1 非法解雇 这是针对雇主违反合同解雇雇员的情形，例如未给予必要的解雇通知期限。 3.1.2 不公平解雇 这类赔偿金通常只适用于超过两年工作期限、没有有效法律依据（比如裁员、行为能力）而被解雇的雇员。对不公平解雇的赔偿是基于其未来的工资损失，最高赔偿额不超过1年的工资总额或者80541英镑（两者的较低者）。 04 4. 检举揭发 若雇员或工人由于检举揭发遭受伤害，可以向雇主提出无限额的索赔，此时不要求最低劳动期限。从而保障了雇员或工人揭发雇主经营中违反法律义务（已察觉的或已存在的）的情形。 05 5. 歧视索赔 5.1 无最低工作期限要求，求职人员和前雇员均可受益。歧视赔偿金没有限制。 5.2 此保护适用于： - 年龄 - 种族 - 残疾 - 宗教信仰 - 变性 - 性别 - 结婚/民事伴侣关系 - 性取向 - 怀孕和生育 5.3 雇主对雇员在工作期内的歧视应承担转承责任。 本文仅是对英国劳动法相关问题的简要介绍，不应被视为法律意见书。 政府/企业雇员关系解决方案提供商 雇主无忧微信公众平台 订阅号：boss ease 服务号：boss_ease |
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